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Are You Eroding Trust in Your Organizational Culture?

At the Tana Lot Temple in South Bali, erosion has made it way through the volcanic stone leaving caves and holes. Trust in organizational culture, a team, or a relationship can also be eroded…

Little by little, Blame and the “I’m Right” attitude erodes the foundations of a personal sense of value and STOPS people from taking risks related to innovation and from being proactive in solving problems… Trust is slowly eaten away in the name of “Accountability” and “Efficiency” yet has poor long term results… when trust is eroded, so is passion, when passion is eroded so is proactive action and people become underachievers wasting time and effort defeating the entire purpose of “Accountability” and “Efficiency”. The Solution: Fail Intelligently… Watch this video for a few insights on the erosion of trust and how it affects your organizational culture and even your personal relationships…

…Then look below the video to see the 3 steps to Failing Intelligently to develop and nurture trust in organizational culture

Failing Intelligently

Ask if they are aware of consequences of action/inaction – sometimes people are NOT aware

Ask them for immediate solutions to overcoming situation or consequences – many people will tell you they do not know… DO NOT accept this answer, tell them you understand they don’t know and ask “What if You Did Know, What would you do?” You may need to ask this a few times before they figure out you will not give them the answer… then they will remove the peanut-butter from their brain and actually give you the answer… or at least a place to start, then use questions to refine Their Solution. When They own the solution the attitude and dynamic support growth and proactive competence.

Ask what they can do in the future to prevent a similar situation – after they have done step 2, this is easy… and it supports them to take on a leadership role.

education school

I have read so many articles concerning the leadership development, leadership training and organizational culture except this piece of writing is truly a good piece of writing, keep it up Arthur Carmazzi!

There are several continuums that help define an organization’s culture. Is the organization driven by results and achievement, or relationships and people? Does the organization have an internal focus, or an external focus? Is the organization adaptive and flexible, or is it structured and stable?

Organizational Culture knows that teams are the lifeblood of how work gets done. And, it’s understood that highly effective teams where trust abounds produce greater results, higher morale and retain talent for the future. I am amazed once again Sir Arthur Carmazzi!

You are a God sent from above for me Arthur Carmazzi as well as your blog. It is giving me a hard time on how my trust will remain in our Organizational Culture, well, we are currently in the pinch and all of us are already pressured with the situation. It is such a relief to read your blog, you just saved 1 soul here, I will recommend this to my colleagues and I’m sure this will help them as well. Thank you so much, Sir!

Blame is one of the ugliest attitudes you can encounter in company culture. Sadly, there is a high percentage of encountering it, most of the time, they are the bosses or leaders of the company. Instead, of claiming that they are wrong they will point somebody and will clean their hands. This is so ugly, I can relate to this blog Mr. Arthur Carmazzi. I am into your blogs and ideas, talking about experiences and truth about life.

Trust is one factor that is very important in company culture if every person is trusting each other, without question the company will grow together with them. I like your ideals Sir Arthur Carmazzi! This is a great help.

I agree to you Arthur Carmazzi that in organizational culture, trust is very much important compare to Accountability and Efficiency. When trust is eaten by these two, I am sure the company won’t last long.